How to do a good job in enterprise human resource management

Speaking of human resource management, first of all, I recommend you to read the book "Human resource management must read 12" (after all, it is easy to talk about other things without professional foundation).

Secondly, what I want to say is that the human resource management of modern enterprises is not only the responsibility of a human resource department, but also the work of all employees, especially the important work of supervisors at all levels.

More and more attention has been paid to human resource management. The essence of enterprise management is to cultivate, explore, utilize and coordinate various limited resources to achieve specific enterprise goals. The object of enterprise management is all kinds of limited resources related to the realization of specific goals, including people, money, things, time and information. It is not only the coordination of limited resources, but more importantly, it is necessary to fully tap its potential and effectively play its role, so as to better achieve specific goals. Among the elements of enterprise management objects, people are the most dynamic resources and the most important and active factors, and the management of other resources is realized through the management of people.

Conceptually speaking, human resource management refers to various policies, management practices and systems that affect employees' behavior, attitude and performance.

The practice of human resource management includes: determining human resource demand (human resource planning), attracting potential employees (recruitment), selecting new employees (selection), teaching employees how to finish their work, preparing for the future (training and development), providing remuneration (salary) to employees, evaluating employee performance (performance management) and creating a positive working environment (employee relations). From the management function, human resources can be summarized into four aspects: human resources allocation (including planning, recruitment, selection, employment, deployment, promotion, demotion, job transfer, etc. ), training and development (including skills training, potential development, career management, organizational learning, etc. ), wages and benefits (remuneration, rewards, etc. ) and system construction (organization design, work, etc. ).

In my opinion, doing a good job in human resources must be people-oriented.

One side can't find a satisfactory job, and the other side can't find a satisfactory talent. Today, such talents are ridiculously expensive, and the "employment dilemma" has become a common problem. At this time, the importance of human resources is highlighted.

In fact, talent is around you! Many experts have mentioned that people don't have to pursue very cutting-edge talents if they want to use the right people. Therefore, choosing and using good people is not only a problem for the boss, but also the human resources department should play an important role.

The present situation of human resources department in private enterprises

The survey found that in addition to large-scale enterprises, many small and medium-sized business owners' understanding of the human resources department still stays in the state of the next job in the general personnel department or even the administrative department. They think that this is just recruiting some people and quitting some people. There are many enterprises of this type, and small companies and trading enterprises generally do not have human resources departments. So why do these situations exist? I think there are two reasons, one is the quality of business owners; On the other hand, it is the cost and management of establishing human resources department.

In the traditional sense, the human resources department is mainly engaged in recruitment, training, staff development, salary and welfare design and so on. However, with the improvement of modern enterprises' requirements and expectations for the human resources department, the change of the role of the department gradually has external conditions, which of course has a lot to do with the fact that the human resources department itself is not satisfied with the simple administrative function. He believes that in the next century, the role of human resources department will be transformed into a strategic partner of enterprise management. However, focusing on the current reality, the human resources department still has a long way to go to finally complete this transformation.

It is understood that the group's human resources department is mainly divided into two parts: functional departments and business departments. The functional departments have eight functions: recruitment, training, salary and welfare, organizational development, information system department, employee relations department, security department and employee service department. The other part is in the business department. The human resources part of the business department is mainly responsible for formulating corresponding human resources solutions according to the development of the business department.

In this survey, the author mainly starts with small and medium-sized enterprises, but there are not many enterprises that set up human resources departments like Xintai Group. The investigation shows that private enterprises in our province should strengthen the understanding and cultivation of human resources.

The role of human resources department

To do a good job in human resources management, we must first know the responsibilities and functions of the human resources department. In this survey, the author found that the managers of human resources departments in many enterprises are not clear about the responsibilities and functions of this department.

I believe that the human resources department is an important part of the functional departments of modern enterprises. With the advent of knowledge economy, human resources, as one of the core resources of enterprise competition, play a very important role in establishing the core competitiveness of enterprises in the global and highly market-oriented resource allocation. It is necessary to break through the traditional process function, become the strategic partner of the enterprise and implement the strategic management function.

The focus of human resource management

To do a good job in human resource management, we should mainly do the following: first, training; The second is performance appraisal; The third is to establish a good corporate culture and cultivate employees' sense of identity.

Training is an indispensable link in human resource management. Whether new or old employees, it is a part of enterprise management requirements to unify their thinking and keep pace with the times. In this survey, the manager of a private enterprise pointed out that although training is only a part of enterprise human resource management, it plays a core role in the process of cultivating and strengthening capabilities, and has gradually evolved into an important part of enterprise strategy implementation. Scientific training will continuously improve the personal skills of enterprise managers and employees, promote them to adapt to the rapid changes in the technical and economic environment, improve their ability to handle newer and more challenging tasks, and lay a solid foundation for the realization of enterprise strategic goals. He believes that to do a good job in training, we must first investigate the training needs of students, and it is best to design questionnaires or communicate directly with students as a supplement to the demand survey. Only in this way can we be more targeted and avoid entering the training misunderstanding.

Performance appraisal is one of the main measures to improve work efficiency and reduce internal friction. At present, many enterprises think that performance appraisal is not only the work of human resources department, but the work of the whole enterprise. Performance management should be the responsibility of department managers, individual employees and human resources departments. In fact, this is a wrong understanding. The author believes that performance appraisal is the most critical part of human resource management. However, it involves all departments and needs close cooperation from all departments. Because the performance appraisal covers a wide range and there are many ready-made cases, the author focuses on six points for attention here: first, the purpose of performance appraisal should be clear; Second, the implementation of evaluation should be gradual; Thirdly, the selection and design of evaluation indicators or elements should be based on actual needs; Fourth, we should be cautious about wage reform involving the vital interests of employees; Fifth, improve the supporting organization system of performance appraisal; Sixth, establish a correct thought of performance appraisal.

Establish a good corporate culture and cultivate employees' sense of identity. Therefore, I believe that the focus of human resource management is to understand and respect human nature, put people first, and give full play to people's enthusiasm and creativity. Because people are the starting point and destination of modern human resource management.

People-oriented means to fully understand, respect, care for, rely on, unite, train and cultivate people, meet people's various needs to the maximum extent, give full play to their potential and promote their all-round development. People-oriented, we must establish a correct view of talents. People-oriented means taking people as the purpose of development. Talent is the primary factor of production, so to establish a scientific talent evaluation system, we should not only have academic qualifications, professional titles, qualifications and status, but also have moral character, knowledge and ability as the only criteria for evaluating talents. People-oriented, we must strive to create a social environment that respects people. We should respect people's social value and personal value, respect people's independent personality, and respect people's labor and creation. People-oriented, we must always pay attention to the value and significance of people. Adhere to the people-oriented principle, we must provide the best conditions for people to create maximum value, constantly break through all systems, mechanisms and concepts that restrict people's intelligence and wisdom to give full play, create a social atmosphere that encourages people to do business and supports people to do business, maximize people's potential, give people opportunities to start businesses, give people a stage to be officials, give people room for development, and make people truly liberated, so as to realize their maximum value.

In a word, human resource management is a very detailed systematic project, which must vary from enterprise to enterprise and from person to person, and cannot be the same. Theory can only be used as ideological guidance, not copied step by step.